An excellent headhunting partner is not only a helper when looking for talents, but also provides effective help from the aspects of employer brand, talent strategy formulation, market status analysis and future development strategy, so as to develop together with the enterprise. Based on my eight-year experience in consulting professional headhunters in China and 15, the following score of 10 is the KPI for choosing headhunting partners. Brand and image brand are the public recognition of a company's comprehensive image, which has nothing to do with the number of advertisements. Some public media with good reputation (without advertising fees) are more reliable responses. Imagine that a company is often invited by CCTV to discuss professional issues, and its brand and experience are naturally beyond doubt. Image refers to whether the company's website, various network images, offices and employees' personal images are of high quality. Because you choose a headhunting company, you choose a caliber to promote your talent strategy, and its image directly affects the reputation of employers in the industry. A good headhunting company will pay special attention to protecting the interests of employers and optimizing their image. The QSCV spirit of McDonald's is a true portrayal of its brand, that is, quality, service, cleanliness and value. QSCV system has been strictly implemented in McDonald's global franchise stores, and it is known as the unchangeable core corporate brand of McDonald's. In the final analysis, service consciousness is a kind of service, a key service for enterprise development, and sometimes even determines the quality of a project. "Attitude determines success or failure." How many branches does this company have? How many countries or regions can its network cover? Can his employees communicate at any time every day? How long do they promise to reply to customers? These key figures will greatly strengthen the follow-up degree of customer projects, and then determine the speed and quality of their success. In my opinion, more than 98% candidates will make friends with headhunters, because they understand that headhunters will bring them better opportunities. After successfully gaining basic trust, they will interview their prey. Successful headhunters will think from the perspective of candidates, or they must have a sense of service and understand that people are not commodities. Headhunting service, majoring in process control, doesn't just leave his resume with his employer. Searching is a process. A high-quality headhunting company should have a cooperative communication process between employers and applicants. From contact to employment, from preliminary search to preliminary investigation, from preliminary search to background investigation, from interview to job negotiation, the figure of headhunting consultant should always be in it. And each step should have specific standards and processes. For example, in my company, only the specific criteria for determining job information are 10 page. After the candidate successfully joined the job, the job of headhunting did not stop. Headhunting companies need to actively assist customers to complete the follow-up work, maintain long-term dynamic contact with customers and candidates, and ensure good running-in between customers and candidates. For example, RMG will pay a return visit two weeks after the applicant goes to work to keep abreast of the work of talents in their new positions, help talents integrate into the enterprise as soon as possible, become a communication bridge between bosses and talents, and let enterprises and talents cooperate better. From the process service quality of headhunting consultants, we can see the professionalism of consultants, such as the image and manners when visiting customers, the sending of emails, the language of telephone calls, and the thinking of analyzing problems. The picture on the right summarizes the qualities of excellent headhunting consultants. Before the client entrusts, it is necessary to know the industry that the consultant is mainly engaged in, the clients he has served, the communication ability of the consultant, and the mastery of personnel knowledge and relevant laws and regulations. Only when a consultant is very familiar with a certain industry can he establish a good relationship with candidates in a certain industry, be familiar with the characteristics of a certain industry, and have a good grasp when interviewing candidates. The communication ability of consultants is also the key. Only when the headhunting consultant has good communication skills can he deeply understand the customer's situation and real needs, accurately convey the customer's situation to the applicant, deeply understand and grasp the advantages and disadvantages of the applicant, and gain the trust of the applicant. The professional knowledge of headhunting consultants can help candidates to provide useful guidance in career development, provide suggestions for the selection of certain job opportunities, and effectively strengthen the cooperative relationship between headhunting consultants and candidates. Moreover, the knowledge and skills of consultants can sometimes provide pertinent advice and consultation for enterprise personnel, and help personnel understand the situation of competitors and talent supply, which is an asset that personnel can not ignore. The project solution team includes the number of project teams and project operation mode of headhunting company, and the cooperation between business departments and support departments. For example, whether the headhunting consultant has relevant experience in the same industry, personal education, language ability and work background, and how to manage and coordinate the project team. For example, some headhunting companies implement project responsibility system and weekly plan tracking, which can better control the project progress; Some headhunting companies have set up organizations to coordinate the work of regional branches to facilitate the sharing of resources between branches. Success stories-quality and speed cases may be the most intuitive and telling background information, but what elements should be paid attention to in the case may not be clear to all HR and hiring managers. Some excellent headhunting companies have always designed their processes with results as the guide. We suggest paying attention to: ① the quality of key customers, which reflects the overall strength of headhunting companies. ② The number of resumes sent each time and the ratio of successful employment, of course, the higher the ratio, the better, but the more the number, the better! The reason why headhunters are used is to save recruitment time. If a job recommends a candidate with more than 10, it is equivalent to HR scanning his resume again, which is meaningless. ③ Time from work exchange to the first interview. ④ The proportion of candidates who successfully completed the probation period is the standard for successfully recruiting a new employee. There are many industries in the market, so it is difficult for a headhunting company to have a very strong candidate base and a wealth of knowledge in all industries. The clearer you know about the talent structure in the industry and the more familiar you are with the management concepts of various companies, the faster and more accurate you will be when recommending candidates. For example, for familiar financial fields, excellent headhunting service providers can provide qualified candidates for any level of financial positions as soon as possible after work communication. The so-called accumulation is reflected here. From the perspective of industry, headhunting companies can focus on one industry and face multiple industries, such as hotel headhunting, real estate headhunting, IT headhunting, financial headhunting, FMCG headhunting, luxury headhunting, logistics headhunting, medical headhunting and so on. Whether focusing on one industry or multiple industries, headhunters should compare the operating modes, business processes, key job responsibilities, job requirements and salary levels of major brand enterprises in the industry. The industries faced by headhunting companies are very different. No headhunting company can say that it is very familiar with any industry. If any headhunting company tells you that they do everything, it may mean that they are not proficient in anything. Even the top headhunting companies in the industry dare not be professional in all industries. Customers can ask headhunting companies to provide customers and positions they have worked in this industry, and they can discuss the job responsibilities and salary quotations of certain positions with the consultants of headhunting companies to understand their concentration and familiarity with this industry. The stability of headhunting team headhunting industry is a typical industry that relies on talents. The core competitive advantage is the hunter consultant with industry experience and professional skills. This industry is also an industry with low entry threshold, high turnover rate and easy to leave. A headhunting company with high turnover rate must be a company that does not pay attention to human resource management. It is conceivable whether such a company can provide high-quality professional services. A good headhunter needs to dabble in the customer's industry, and at the same time have mature views and rich experience in human resources and enterprise management. In the process of headhunting, headhunters have to contact not only top customers, but also middle and high-level talents in many industries, so they have high requirements for headhunters and must have rich experience. Therefore, it is not easy to train a qualified headhunter. Having these excellent headhunters is the magic weapon for headhunters to win in the industry competition, and maintaining the stability of professional headhunters has become the top priority for headhunters. Local branches, office heads and personnel need to spend more energy on stabilizing the team, so that the company's work can be smoothly promoted, not just relying on one department. Stability, unity and cooperation are very important! Wang Pan, after-sales service manager of Chevrolet Huitong Automobile, said: The stability of the team is very important. His team is very stable, all members have worked in the company for more than 2 years, and many of them have been working in the company since they opened their own stores. He is also the oldest employee himself, and has gradually developed from an ordinary post to the post of after-sales service manager. Frequent staff turnover can easily lead to the loss of customers. A stable team can well grasp all kinds of customer information, understand customer needs and vehicle conditions, and better serve customers. Similarly, the headhunting industry also needs a stable professional team to develop better. Development Potential In today's China, every company is developing at a high speed. No one wants the company to find a group of new partners for every new project or business. Or, for some very new industries, there may not be very mature headhunters involved, so at this time, the self-development and rapid intervention ability of a headhunting company is very critical-every detail is done very professionally, every process is designed very carefully, and every consultant has a carefully selected background. Companies that provide customized services are reliable partners worthy of long-term cooperation. You should consider: Do headhunters often use various search engines? Do you know and use various advanced uses of search engines (filtering, sorting, phrases, website positioning)? Are you familiar with all kinds of professional websites, community websites, association websites and morning meeting websites? Can customer relationship system be used for customer management? Do you know how to promote it online? Can I do a blog search? According to the statistics of American Journal of Research and Management 1980, 30% ~ 40% of the sales and profits of most companies come from products that did not belong to them five years ago, and new products have played an important role in the growth of enterprises. From the perspective of investment, growth means success. It is difficult to improve these ratios only by measuring the growth of enterprises with existing products, and enterprises have to bear heavier marketing expenses. According to statistics, most well-run enterprises have the ability to introduce more new products to the market. For headhunting companies, opening up new fields is an opportunity for their development and growth. Opening up new fields can maintain the competitive position of headhunting companies and improve their existing market position. When customer demand changes or environmental conditions change, which indicates that the existing services of headhunting companies may decline, enterprises must find new fields that can be replaced, which is often the most direct reason for opening up new fields. For enterprises, the importance of talents is self-evident. Only by constantly replenishing fresh blood for enterprises can we enhance the vitality of enterprises and promote their sustainable development. Headhunting companies can quickly find talents in a short time. Time is benefit, and the characteristic of headhunting company is that it can help enterprises find suitable candidates quickly and accurately.